How to Live Your Core Values
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This document discusses how defining and living by core organizational values can improve an organization. It outlines that core values can increase productivity, guide decision-making and boost employee morale. The webinar agenda covers what core values are, their advantages, why they fail, how to define them, how to live them, and includes case studies from companies like Zappos and HootSuite. The webinar advocates selecting a group to define the values, teaching and recognizing the values, and incorporating them into performance management.
How to Live Your Core Values
- 1. How Core Values Can Improve Your Organization Increase productivity, help guide decision making, and boost employee morale. Webinars
- 2. IT’S NICE TO MEET YOU. Kelly Batke Director of Marketing Wendy Pat Fong Director of Customer Success @7Geese #livecorevalues
- 3. AGENDA 1. Core values: what are they? 2. What are the advantages? 3. Why have they failed 4. How to define your core values 5. How to live them 6. Case Studies 7. Q & A
- 4. POLL #1 Does your organization have core values? Yes No
- 5. 1 WHAT ARE CORE VALUES?
- 6. 1 WHAT ARE CORE VALUES? Core values support the vision, shape the culture, and reflect what the company values. They are the essence of the company’s identity – the principles, beliefs, or philosophy of values.
- 7. 2 WHAT ARE THE ADVANTAGES?
- 8. 2 WHAT ARE THE ADVANTAGES? They help companies in the decision-making processes. They educate clients and potential customers about what the company is about and clarify the identity of the organization. They can be a primary recruiting and retention tools.
- 9. 2 WHAT ARE THE ADVANTAGES? They help companies in the decision-making processes. They educate clients and potential customers about what the company is about and clarify the identity of the organization. They can be a primary recruiting and retention tools.
- 10. 2 WHAT ARE THE ADVANTAGES? They help companies in the decision-making processes. They educate clients and potential customers about what the company is about and clarify the identity of the organization. They can be a primary recruiting and retention tools.
- 11. POLL #2 Do you think your employees know your core values? Absolutely, most likely all of them Just a few employees do I have no idea Definitely not
- 12. 3 WHY THEY HAVE FAILED
- 13. 3 WHY THEY HAVE FAILED They are copied from another company. They are not tied to your actual work processes/goals. They are not specific enough. They are written by the wrong people.
- 14. 3 WHY THEY HAVE FAILED They are copied from another company. They are not tied to your actual work processes/goals. They are not specific enough. They are written by the wrong people.
- 15. 3 WHY THEY HAVE FAILED They are copied from another company. They are not tied to your actual work processes/goals. They are not specific enough. They are written by the wrong people.
- 16. 3 WHY THEY HAVE FAILED They are copied from another company. They are not tied to your actual work processes/goals. They are not specific enough. They are written by the wrong people.
- 17. 4 WHERE TO START
- 18. 4 WHERE TO START Step 1: Select 5-7 people who have a gut-level understanding of your core values, are distinguished as the highest performers, and are well respected by their peers and management team. These 5-7 people become your Mars group…
- 19. 4 WHERE TO START Step 2: Ask this group to list what they think the core values of the organization are. Then ask them questions relating to each of the core values they have chosen: Are the core values that you hold to be fundamental regardless of whether or not they are awarded? If you woke up tomorrow with enough money to retire for the rest of your life, would you continue to hold on to these values?
- 20. 4 WHERE TO START Step 2 cont’d. Can you envision these values being as valid 100 years from now as they are today? Would you want the organization to continue to hold these values, even if at some point, they became a competitive disadvantage? If you were to start a new organization tomorrow in a different line of work, would you build the core values into the new organization regardless of its activities?
- 21. L5IVLIINVGE YTOHUE RV AVLAULEUSES
- 22. 5 LIVING YOUR VALUES Lead and live by example! Teaching the values Recognizing the values Hiring based on values Incorporating core values as part of your performance management
- 23. 5 LIVING YOUR VALUES Lead and live by example! Teaching the values Recognizing the values Hiring based on values Incorporating core values as part of your performance management
- 24. 5 LIVING YOUR VALUES Lead and live by example! Teaching the values Recognizing the values Hiring based on values Incorporating core values as part of your performance management
- 25. 5 LIVING YOUR VALUES Lead and live by example! Teaching the values Recognizing the values Hiring based on values Incorporating core values as part of your performance management
- 26. 5 LIVING YOUR VALUES Lead and live by example! Teaching the values Recognizing the values Hiring based on values Incorporating core values as part of your performance management
- 28. CASE STUDY: ZAPPOS ! “The most important thing in creating a strong culture is that it creates strong alignment within the organization. What the culture is actually doesn't matter as much as the commitment to the culture and core values of the organization.” — Tony Hsieh, CEO
- 29. CASE STUDY: AVIS BUDGET GROUP ! “The best strategic decision we made was making this a value-based recognition program. The company’s core values stay the same; these are values that you want employees to carry with them. By basing your program on core values, it eliminates the flavour of the month feeling and the program is tied to something deeper and that makes it better understood.” — Mark Servodidio, Executive VP of Human Resources
- 31. Try 7Geese Now! 30-day free trial - no risk. www.7geese.com
- 32. Q & A
- 33. THANKS FOR JOINING! A recorded version of this Webinar will be available on our blog at blog.7geese.com Webinars